| Summary: | Followership does matter within an organization, yet seems to be uninteresting
and unexplored topic. Following Kelly�s (1988) idea, there are two dimensions of
followership, namely active engagement and independent critical thinking. Active
engagement relates to how individual pioneers actions. They will try to ensure
functioning and activity as in the form of responsibility. This, they initiate valuebased
action that they act initiatively, courageously, and assume ownership at last.
While independent critical thinking relates to how individual are eager to be
innovative and creative by thinking independently without depending on the
leader, offering criticism to him/her when necessary, or let them evaluate how
task is being performed. Through this, followers likely identify with their
organization once they perform. Therefore, it was argued that these two
dimensions of followership were correlated with organizational commitment (both
affective and normative commitment).
This study surveyed 119 employees of PT PLN (Persero) North Surabaya. To
collect the data, purposive sampling was used and the questionnaire was
distributed to permanent employees who have at least worked a year within the
company. Test analysis of the data used multiple regression.
The result showed that active engagement has significant relationship with both
affective commitment and normative commitment. While independent critical
thinking has insignificant relationship with both affective commitment and
normative commitment. The relationship between followership style and
organizational commitment was also discussed as an additional analysis.
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